文章基本信息

标题：Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study
本地全文：下载
作者：Leticia Gomes Maia ; Antonio Virgilio Bittencourt Bastos
期刊名称：BAR - Brazilian Administration Review
印刷版ISSN：1807-7692
电子版ISSN：1807-7692
出版年度：2015
卷号：12
期号：3
页码：250-267
语种：English
出版社：Associação Nacional de Pós-Graduação e Pesquisa em Administração
摘要：The goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commi tment, and job performance. This paper reports the findings of a longitudinal quanti - qualitative study conducted with newcomers over three years. We identified four trajectories of commitment development: Learning to Love, High Match, Honeymoon Hangover an d Learning to Hate. The last one is originally proposed in this study, and it is represented by individuals who began work highly committed to the organization, but then their commitment levels decreased dramatically over time. We discuss some characterist ics associated with these trajectories. Our results corroborate the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our findings about the relationship between commitment and job performance were differ ent according to the trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and Honeymoon Hangover con tradict it. We offer and discuss some possible explanations for these findings.
其他摘要：The goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commi tment, and job performance. This paper reports the findings of a longitudinal quanti - qualitative study conducted with newcomers over three years. We identified four trajectories of commitment development: Learning to Love, High Match, Honeymoon Hangover an d Learning to Hate. The last one is originally proposed in this study, and it is represented by individuals who began work highly committed to the organization, but then their commitment levels decreased dramatically over time. We discuss some characterist ics associated with these trajectories. Our results corroborate the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our findings about the relationship between commitment and job performance were differ ent according to the trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and Honeymoon Hangover con tradict it. We offer and discuss some possible explanations for these findings.
关键词：Organizational commitment; job performance; psy c hological contract; public sector management; human resources management.
其他关键词：Organizational commitment; job performance; psy c hological contract; public sector management; human resources management.